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2004-07-28 WS & CC Meeting
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2004-07-28 WS & CC Meeting
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<br />. <br /> <br />. <br /> <br />Violation of the provisions of these Personnel Policies: <br /> <br />. <br /> <br />Violating the Data Priva<;y rights of any employee. client. or member <br />of the public: <br /> <br />. Conviction of a felony or gross misdemeanor or of i misdemeanor <br />involving moral turpitude which affects the performance of assigned <br />responsibilities: <br /> <br />. <br /> <br />Gross negligence or willful conduct causing damage and/or abuse of <br />City property. <br /> <br />. <br /> <br />Absence from work for two (2) consecutive days without notice to <br />supemsor. <br /> <br />. <br /> <br />Drinking alcoholic beverages during work hours. intoxicated while at <br />work. or consuming or being under the influence of any controlled <br />substance unless prescribed by a physician while at work: <br /> <br />. <br /> <br />Theft of public property. pilferage or other unauthorized taking of <br />public property from a public premises for private use: <br /> <br />. <br /> <br />Can;ying or otherwise possessing a firearm or other dangerous <br />weapon at the workplace. Licensed peace officers who can;y a vm <br />for work purposes are exempt from this provision: <br /> <br />. <br /> <br />Sexual. tar'" 1 or unethical harassment or discrimiuation of any City <br />employee or member of the public: <br /> <br />. <br /> <br />Acting in a m"nner not here and above specified which tends to <br />lower discipline or morale within the City or that adversely affects the <br />rendering of prompt. courteous and efficient service by the City and <br />its employees to the public. <br /> <br />In addition disciplinaty action may be taken for reasons specifically defined by <br />department rules other than those listed herein. <br /> <br />Discipline may take one of the following forms and may be applied progressively as <br />noted below or based on Council decision. <br /> <br />A) Oral Warning: Oral warning should nonnally be given for the first <br />infraction to clarify expectations and put the Employee on notice that the <br />performance or specific behaviors need to change. There may be time when <br />the first infraction is so serious that an oral warning may be insufficient. <br /> <br />B) Written Warning: A written warning shall normally state the reason for the <br />warning along with a description of the events/problems that led to the <br />warning. It shall normally describe actions taken by the supervisor to correct <br /> <br />33 <br />
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